Automation of personnel management processes in domestic organizations in line with import substitution and digital transformation

Introduction. Along with digital transformation driven by geopolitical challenges and the need for import substitution, personnel management processes undergo fundamental changes that necessitate a shift to domestic information systems to ensure technological sovereignty and enhance the efficiency of HR operations. The relevance of the topic is determined by the growing influence of digitalization on HR processes, where automation enables the optimization of routine tasks such as recruitment, employee accounting, and motivation, thereby minimizing dependence on imported platforms and adapting to the regulatory requirements of national information security.
Goal. The study aims to identify the problems and prospects of automating personnel management processes in the context of import substitution and digital transformation, with an emphasis on evaluating the potential of domestic systems to increase return on investment and reduce operational risks, which contributes to the strategic development of personnel potential of the organization amid contemporary challenges.  
Materials and Methods. The study is based on the analysis and modeling of implementation scenarios with the calculation of key performance indicators; methods of content analysis of existing theoretical approaches to assessing the level of automation of personnel management processes in domestic organizations were applied, taking into account the requirements of regulatory acts to evaluate compliance with import substitution standards.
Results and discussion. The research yielded results demonstrating that HR process automation under import substitution conditions can increase personnel management efficiency by 20–30% through the adoption of domestic solutions such as 1C-HR, Directum HRM, and Skillaz, which cover up to 70% of standard HR tasks, including payroll calculation, talent management, and personnel analytics. Additionally, the analysis revealed growth potential in the areas of training and HR analytics, where domestic systems like LMS based on iSpring and Power BI integrated with Yandex DataLens show an annual implementation increase of 7.7%. However, import substitution conditions present challenges related to solution fragmentation, necessitating unified approaches to minimize compliance risks.
Conclusion. Based on the conducted research, it can be concluded that import substitution combined with digital transformation provides significant growth potential for HR process automation in training and analytics segments, contributing to increased employee satisfaction and reduced staff turnover.

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